Singapore Maritime Week, back in March, not only celebrated the sector’s ongoing innovation and resilience but also underscored some of the persistent and emerging challenges faced by maritime employers. One area that continues to evolve rapidly is recruitment. At Faststream, we are seeing a hiring landscape marked by contrasts: between caution and urgency, tradition and innovation, and optimism and restraint.
Between Pause and Progress
While the market remains in flux, it is not all slowdowns and shortages. It is a space full of signals: companies adjusting strategy, reassessing how they compete for talent, and finding new ways to attract and retain the people who will lead their next phase of growth.
The recruitment environment in Singapore no longer sits neatly in a candidate-led or employer-led category. It’s a dynamic middle ground. Some businesses are temporarily pausing hiring in response to wider economic pressures, while others are moving forward, strategically, despite the competition for top-tier candidates being tougher than ever.
A Market in Transition: From Hesitation to Recalibration
One of the most notable shifts over the past year has been the slower pace of hiring. In many cases, employers are adding more steps to their recruitment processes, vetting candidates more rigorously, and taking longer to make offers. But this isn’t always about indecision. It often reflects a more strategic, cautious approach to hiring in a market where talent decisions carry significant weight.
At the same time, the pool of skilled professionals, particularly in technical and leadership roles, remains limited. Yet, pockets of growth are emerging, especially in marine hiring linked to decarbonisation, dual-fuel expertise, and environmental compliance. These areas are seeing continued investment and offer positive signs of industry innovation driving employment demand.
Bringing in Fresh Thinking
This complex hiring environment is encouraging many employers to step back and reassess their leadership models. There is a growing openness to bringing in non-traditional candidates, younger professionals, those from adjacent industries, or leaders with digital transformation experience. This marks a shift from replicating the past to building leadership teams ready for the future.
Singapore in Regional Context
Singapore remains a strategic maritime talent hub, but companies are increasingly mindful of cost and sustainability in hiring. As a result, many are taking a more deliberate approach to recruitment, preferring to invest in fewer, higher-impact hires.
We are also seeing more use of Employer of Record (EOR) models to reduce overhead and risk, and a growing trend of relocating existing talent into Singapore to build a regional presence. The demand is highest for candidates who blend regional insight with international exposure and who can manage complexity across multiple jurisdictions.
Client Positioning and Employer Branding
Companies are becoming more aware of how critical it is to understand their standing in the talent marketplace, especially in an era where compensation transparency is increasingly expected.
We have seen a noticeable uptick in salary benchmarking requests and market comparison studies, particularly from businesses that are either expanding or facing retention challenges.
Those setting the standard, especially marine SaaS and tech-forward organisations, are leading with policies around flexibility, well-being, and modern working conditions. These employers recognise that top candidates now assess a role not just by salary, but by how it fits into their lifestyle and values.
Still, many companies fall short in how they present themselves to candidates. Employer branding remains underdeveloped across much of the market, with few businesses investing in clear, authentic messaging about who they are, what they stand for, and why someone should join them. Internal teams are also often unaware of their role as brand ambassadors in the hiring process.
Salaries and Candidate Expectations
There is no denying it: salary expectations are climbing. Candidates making career moves are commonly seeking 10–20% increases, and the best talent knows their worth.
But financial reward isn’t the only motivator. Many candidates cite poor management culture, a lack of recognition, or a sense of stagnation as key drivers for change. They are looking for more than a job. They want to be valued, to grow, and to be part of something progressive.
For employers, this means being prepared not only to reassess compensation but also to communicate career development, culture, and leadership vision with far more clarity.
Retention and Recruitment Challenges
Hiring the right people is only half the battle; keeping them is where the real challenge lies.
Common issues in recruitment we see include:
Offers falling below expectations
Slow decision-making, causing top candidates to walk away
A lack of communication
Retention-wise, many employers remain in reactive mode. While succession planning is frequently mentioned in leadership conversations, it seems to be rarely implemented with consistency. In too many cases, retention efforts only begin once a resignation letter is received.
Notably, counteroffers are less prevalent, suggesting a growing acceptance that if someone wants to leave, trying to keep them with last-minute incentives may not be effective.
Top Takeaways for Maritime Employers in Singapore
1. Work with specialists who understand your sector
In today’s competitive maritime talent landscape, hiring can’t be reduced to a checklist of skills and experience. It requires a deep understanding of the sector, its technical nuances, cultural dynamics, and regulatory environments. Partnering with recruitment specialists who live and breathe your industry means gaining access to not only qualified candidates but also individuals who align with your strategic direction, leadership culture, and long-term goals. True hiring success lies in understanding the full picture not just the profile.
2. Be proactive in succession planning
Waiting until a key team member resigns is no longer a sustainable approach. The most successful maritime businesses are those that think ahead, identifying future gaps before they become critical and building internal and external pipelines early. Replacement timelines can be long and disruption costly. Succession planning should not just be an HR exercise, it is a core part of business continuity.
3. Differentiate your employer brand
A job description tells candidates what you want. A strong employer brand shows them why they should want to work with you. In a market where top talent often has multiple offers, being able to clearly articulate what makes your business unique, your purpose, values, leadership, flexibility, and career growth opportunities can make all the difference. It is not enough to talk about what the role is. You must also show who you are.
4. Make decisions with data
Without up-to-date salary data, benefits comparisons, and benchmarking insights, businesses risk falling behind the market without even knowing it. Relying on assumptions or outdated figures can lead to slow hiring, high attrition, and uncompetitive offers. Organisations that embrace data-driven decision-making in their talent strategies are better positioned to attract, retain, and reward the people they need to succeed.
5. Seek ongoing strategic advice on building long-term talent strategies
Recruitment shouldn’t start and stop with filling vacancies. Forward-thinking companies view their recruitment partners as strategic advisors, collaborating on everything from market insights and employer branding to workforce planning and retention strategies. In a shifting global market, having a trusted partner who understands your business, tracks industry trends, and challenges your thinking is invaluable. It is about building a resilient, future-ready workforce.
Final thoughts
While the market is undeniably complex, it’s also rich with opportunity. Employers who approach hiring with clarity, flexibility, and a long-term view will be best positioned to thrive.
For tailored support across executive search, salary benchmarking, and strategic workforce planning in Singapore and the wider Asia-Pacific region, contact the Faststream team today.
